Vice Chair Lucas.

Present.

Trustee Lenairs.

Present.

Trustee Markle.

Present.

And Trustee Spanzo.

Present.

We have a quorum.

Thank you.

Moving on to item number three, public comment.

The public is invited at this time to provide comment on any topic that relates to a matter over which this public body has supervision control or jurisdiction.

No action, maybe take it on a matter raised during this period for public comment.

Okay.

I don't see anybody here, so how about moving on?

Item number four, approval of the minutes.

Has everyone had a chance to review the minutes.

I move that we approve the minutes.

All in favor?

Aye.

Aye.

Oppose.

Motion passes.

Okay, item number five.

For possible action, we're going to discuss and hopefully vote on action regarding direction from the library board from us on the process and tools for completing the library director's forthcoming annual performance evaluation.

So I just want to say that the last couple of years that we've done it's been a little bit of a cluster.

But I do want to say that when you do receive all of all of the information, um, the survey, her evaluation, and the stuff from Jeff, that you take everything on equal measure.

If some of you haven't been here for a year, but you've been here long enough to be able to make um an educated, you know, evaluation.

But I don't want to see if you're looking at um if you're looking at the employee evaluation, I don't want that health hold more weight than your own personal um evaluation, if that makes sense.

Well, we have our interaction with Joy and the outcome of what things, you know, things that are going on, the outcome.

Yes.

So um, but anyway, I'm gonna let Joy explain it, and I'm actually very excited, and again, thank you, Jeff, for um for doing this for us.

I think it's gonna go much better, and I think it's fairer on everybody.

Well, thank you, Madam Chair.

Um Joy Hull, library director for the record.

Thank you, Jeff, for being here tonight and being willing to um walk us through this and help us streamline this.

So I'm gonna give just a brief little bit of background.

I've done a lot of research to figure out how other departments are doing this were unique and that we have a governing board.

And so my first um thought was well, the other um department head in the city organization that has a similar experience or might have a similar experience as the city manager.

So I did some historical research on that with Adam as well, and then um took a look at what we had done in the past with uh my predecessors.

So that being said, um, what I've come up with is a suggested timeline of how we should go about this, and then how that information will be dispersed out in terms of the survey, in terms of my self-appraisal to you all, what information I will get back before we have the evaluation in person, and then um have that evaluation um and an oppress a brief opportunity for you all to discuss um your the objectives after the um survey results have been aggregated and after your individual evaluations have been aggregated, um, and that we will then or that evaluation will then be mostly or exclusively to discuss the objectives for my next um evaluation period.

So for the 2025 or 2026-2027 evaluation period, if that makes sense.

So that being said, what I'm suggesting is that um we we are obligated, you are obligated to perform to um perform an evaluation of me every year before July 1.

Um human resources asked that we get it done before then.

We're gonna stick with our um you know yearly coming in hot.

So, but we'll get this done at the very beginning in our June meeting.

So, my suggestion suggestion is that we continue with the 360 degree review that is sent out by has been sent out for the last few years to uh by human resources, and that will then be conducted to gather feedback from all of the library staff in the followings using the following steps.

So by April 17th, the HR director will disperse the requisite survey to each library staff member, myself included.

Um, by May 1st, each library staff member who wishes to participate must submit their response to human resources, and there's a way for them to respond back.

They submitted it goes back to human resources.

By May 8th, the HR director will aggregate all of that feedback from the 360 degree review survey responses and provide those results to each board member and the library director.

So I'll be able to see those results as well.

Um, what's happened in the past um few years is that I've not actually seen the results of the survey until the day of the evaluation.

So I haven't had a lot of opportunity to look at that and answer any questions you might have before the evaluation day, because I'm getting it the day of.

And I think that you all received a day of last year too, maybe or the year before.

So there wasn't a lot of opportunity as we were going through it in the moment.

So to eliminate that, um, we'll have all of that, and I will um also have myself appraisal to y'all by May 8th.

That's my opportunity to talk about all of the things that have been done throughout the course of the year and um and reference my objectives from the previous year.

That's sort of the I tell my unclassified staff that's the opportunity for them to do their own horn and also um show me how they met the objectives and I I give the objectives to help them help create a roadmap for them.

Um I really think that's the purpose of objectives is to let so they know so that everyone knows going forward what their expectations are for the following year.

Um and then uh the by on May 8th, the HL director will pre-fill out the unclassified job performance appraisal that was attached here, and I sent that um blank form so you all can see what that will look like coming from um Jeff.

He's gonna fill out um a condensed list of the job duties.

So this is a bit of a change from previous years because my predecessors, both Dr.

Calgrove and um Director Lloyd, their uh evaluations on this same form were reduced to between five and seven.

I think five for most years, um, job duties.

When I began, um, I I was I was the one who sent out the form to y'all, and I listed all of my job duties.

So there were like 16 choices.

And so one thing, one way we could do this, and this is really where some conversation probably will need to be had, is how do we want to condense those?

Do we want to condense them?

Do we want to use the condensed versions that were used for my predecessors?

Because those were likely those are very much the same every year.

Um, but one thing um I think would be best is if Jeff condensed them if we choose to do that, so that there's no um perception of impropriety on my part, like I'm choosing the the job descriptions that I know I'm excelling at, you know.

Um so does that do you guys have any thoughts on that?

I like the condensed version.

I think it can be hard to tackle such a large number of items.

Um I'm sure that our HR director is more than capable of doing that, especially since we used to use a smaller version.

So that makes sense to me.

Okay.

It sounds like I mean, having been through this five or six times, I think that's a great plan.

Okay.

And not having been through it at all.

I'm willing to go with that, but I just am a little wondering um not being that familiar with all 16 or whatever duties they are.

Um would the with the effort to condense them, try to hit something in each.

Maybe there's different categories or something like that.

How would it, how would it, is it a priority?

Is it a how does how do we winnow?

How's the winnowing process?

I think sorry.

I can't answer that specifically, but I can say that what my instincts tell me, yes, upon reading what was on my predecessors' evaluations is they pulled out the the job duties that best encapsulated the other job duties.

That's what so that some of these job duties get very specific, right?

But there are those that are very general as well.

And so the most general ones were the ones that seem to have been pulled out from my perspective.

But I I don't know how they did that before because it's been so far back.

Sure.

Um, but I'm guessing that's what was done.

I think also um we have to keep in mind that because of the nature of the beast or her boss, but we you know we don't work there.

Uh it's almost impossible to evaluate her listening all 16 because we don't see all 16.

So I know her predecessors, what they did is they took basically the job duties that that we that we would see, you know, the running the leadership, the running of the library, the goals of the library, something that concrete that that's easier for us to see, if that if that helps at all.

Okay.

So moving on from that, Jeff will then um pre-fill out that portion of the form and distribute that um, and and he'll also fill out the objectives portion, because that was another thing that we'd run into in the past is that the objectives weren't listed on the form that you all had to fill out.

So it was like what were the objectives from the previous year?

Um, and so he will fill out the section of the form, and let me pull that form up so there's a little bit better point of reference.

Okay.

So there you'll see there are seven um different major job responsibilities.

Um, like I said, we'd only had five in the past.

So he'll fill out, he'll preload that part, and then the objectives he will also fill preload that part.

Does that make sense?

Okay.

And so he'll send out that preloaded form to each of you to then complete with your uh individual responses and scores.

Which is also because it's hard to all be on the same page when we're all guessing different objectives and different response.

Yeah.

Right.

Um, and so then he'll have that sent out to you all.

Uh, what day did I put here by May 8th, along with my self-appraisal?

And I'll send that to each of you individually, um, so that there's no uh possibility of a quorum or anything like that.

I'll send that out individually to each of you rather than um our like I do with the agenda where it's a list.

Um and so then on May 22nd, each board member will individually and separately evaluate the library director and complete the pre-filled unclassified performance review form and send their individually completed version of the library director's unclassified employee performance appraisal form to the HR director.

So to Jeff.

I'm sorry, I just I want to get this right because I like deadlines.

Okay.

So by May 8th, that would actually see that in our inbox, correct?

Right.

By May 22nd, we had better send it by five o'clock on May 22nd.

Send it back to Jeff, correct?

Okay.

You'll see that I tried to.

So that gives us almost a couple of weeks to fill it out.

Yeah, that was by design.

So that there's two weeks gap.

So there's two weeks for the survey, two weeks for the turnaround.

There might be a little bit of shorter turnaround there, but um, so that uh everyone has time to look at my appraisal, look at because that'll remind you of some of the things that that you we've talked about in these meetings that you know you may not remember, and and it's so you don't have to go back and listen to every meeting um over the last year.

And so then what'll happen is on June 5th, the um human resources director will aggregate the unclassified um employee and performance review form that you each submitted to him, and he'll he'll aggregate that aggregate that into a single version of the form, which will include a calculated average of the performance ratings, meaning this section here that says above expectations meets expectations.

He'll calculate that and send that compiled unclassified employee performance review form to both you guys and me.

So you'll see what that final product is, which will take into consideration each person's individual rankings, and then whittle that down.

It's fairly, I would say basic mathematical equation, right?

You're gonna say, okay, three out of five people said above expectations, so majority above expectations, and I'll get that ahead of time as well.

And then at the actual June 11th board meeting, um the evaluation will be presented with a brief discussion of the final performance ratings and the objectives for the next um evaluation period, and then after the at that time after finalization, the board chair and the library director will sign the final form.

And I will leave with that and post it as um late materials for the meeting.

The signed version.

Or do we have to do that, Adam?

Do I have to load the signed version as late materials if the unsigned version is loaded?

Yeah.

Okay.

And then one thing too, I forgot to add, Adam was just a um friendly reminder about the wait, the release form or um and what I forget notification.

Um, Adam will send that to me.

It's to let me know that I'm going to be evaluated in so many days.

We have plenty of time.

I don't know whether this is timely, but since it's on my mind, I'm just gonna ask.

So the objectives we are going to have the objectives that were set last year, and we are using that as our um criteria for making our estimations.

Correct.

But we will we, but I'm I'm kind of here.

We are not necessarily keeping those objectives.

They may be stale, they may be achieved, they may no longer be.

Will there be conversation among us, the board at the June 11th meeting as to what the objective should be, or is that how that goes?

So we should come prepared with thinking about I think the objective should be such and such.

Is that correct?

Well, the thing is is that Jeff is going to aggregate each evaluation form that he received back from you.

The expectation is that you each will list five objectives from your perspective.

Typically, what happens is there's crossover.

And so he'll be able to logically go, okay.

Um, we think that Joy needs last year, one of the I think um ones that everyone had on their evaluation was to um provide more training or more opportunity for training based on that employee surveying staff expressing that they wanted that.

Um, and so that was something I could go forth with and um and make efforts to deliver on.

Um, but it was something that everyone pretty much had on their evaluation form.

So that would have been an easy answer.

Right.

Easy clarification issue.

So usually that happens, but but then you can come and discuss, but Jeff's gonna send out to you that aggregated version and that final version that's gonna show you what the objectives were based on each VL's feedback that he was able to like glean what the objective would be.

Because again, there usually is a common thread between most everyone's objectives.

Right, but you wrote you also wrote on here with a brief discussion of the final performance rating for 2526 and objectives for the 2626.

Right.

So I was just a little hazard.

Yeah, so yeah.

So that's I would I wouldn't quite sure about what that meant.

Well, I think I wouldn't really hesitate to discuss it a little bit.

Right.

It would, it's to give us the opportunity to just say, okay, you were above expectations here, yada yada.

Here's this objective.

Um, and this is that's an opportunity to say, and with that objective, what we would like you to see.

I mean, you can get a little bit more specific, but like let's also talk about maybe the whys behind that, but also not to get too far into the weeds um with the objectives.

Does that make sense?

As because and when I say get into the weeds is um everyone kind of you know spitballing ideas for objectives.

That spitballing process theoretically will have happened already with each of your individual um responses that Jeff will then aggregate.

Does that make sense to you, Jeff?

Yes.

Okay.

I I think uh this is um trustee Markle.

Um I think it's a good idea to have those objectives aggregated, because I think that's a starting point to for, you know, it's it's hard in the past, it's it's hard to just come up with them out of the blue.

Right.

Um, so if there are five objectives that are already in the performance evaluation as aggregated, then we can say, oh yeah, that's good, that's good.

Or that's really not clear enough, or that's not enough.

We can make those changes.

But I think it's great to have this kind of starting point because yeah, it can get crazy.

And I can say that back all the way back to 2018, I think.

Um, my predecessor's evaluations went something like this.

Thank you, Chair, for consolidating all of this.

Does everyone agree?

What do you think?

Um trustee, what do you think?

I agree with you, Chair.

Trustee, what do you think?

I also agree.

I think you're doing a great job on this part.

Well done.

Carry on.

Same, same, same.

And then here you are.

And the the completed document was already loaded as part of the agenda, and it was 15 minutes tops.

Now, I'm not saying that we have to do that, but um what I am suggesting is that not take, you know, as long as we've had it to take, because I think it's just it's stressful and not just stressful for me, but I think everyone, I mean, we are sort of, you know, it's gotta be stressful for you guys sitting up there on high, right?

Um, and so um that's really the purpose of this is to help streamline that.

And thank you, Joy, for taking all of my um thoughts and talking to Jeff and getting this done because it it's it's stressful, it's it's just not fair on either either side.

Well, and thank you.

Many, many thanks to Jeff for being willing to take on a good bit of this work for us.

Yes, thank you.

Um but that will also helpfully uh not that this has ever been a real issue, but it it also it's never a bad thing to sort of um create a situation that will negate any sort of um perception of bias or anything like that.

So if someone would like to make a motion, you can look back on your um staff report here, or let me get back to it.

I'll make a motion.

Okay, Vice Chair Lucas.

Uh, I move to approve the annual performance evaluation process proposed by staff as presented.

You have a second.

I second all in favor?

I any opposed motion passes.

Thank you for being to click on that.

Well, anyways, okay.

Um, before we move forward um to my report, does anyone have any questions about the financials?

I am about to go into augmentations.

So by our next um meeting, you should see um some uh reconciliation and numbers screwing up with the grant.

I also did just um also reach out to go ed to um draw down what's remaining on the grant total so that you'll see that, like I said, it's growing up because it's funky right now.

It says we've used 151%.

Well, that's because we haven't drawn down the amount, the entire amount for the grant.

Anything this is trustee spansel, and I'm assuming the 236% on uh page 21, the grant operating supplies is the same as part of that same thing.

Operating supplies, um, just to give a background on that, everything associated with a grant outside of salary is operating supplies when it applies to grant monies.

So it's never gonna get too specific.

And when we've got multiple grants, you're not going to see it broke out by grant, individual grant.

It's just gonna all be in this big pile here, and it's up to me to make sure and finance to make sure that that money is getting that we're dispersing it correctly for each grant, individual grant.

But as happens right now, all of our other grants through the state, et cetera, are spent our monies from the friends, um, which is donation and the gift fund are spent.

So what we're what that money that we're dealing with right now is will get um true up with the um drawdown from the governor's office of economic development.

Any other questions about any of the other stuff?

No.

Okay.

I am going to move on.

So we did fill our senior library assistant position.

Um, but in doing that, we opened our collection development librarian position.

So that is open and um about to post.

We were working on getting very specific with our supplemental questions to let people know specifically what we're looking for.

However, that doesn't mean that people will answer those questions.

A lot of times what we get is N-A-N-A on all of the questions, which if someone can't answer the question uh supplemental question, then they probably aren't gonna be qualified for the position.

Um we also have um another senior library assistant position that opened.

We had a staff member who was um had some things going on, we were aware of it, and ultimately um uh it doesn't she doesn't live in town and ultimately decided to um that she needs to be closer to home.

So um we also have the library resources and system manager position open and posted, and then our part-time shelter position is open, and we're going to be um scheduling interviews for that position and the senior library position um this either tomorrow or early next week.

The library resources and systems manager, we don't have a lot of um great candidates right now.

We don't have a lot of applicants at all, actually.

So um we'll go from there.

I missed something that you said earlier.

How does the collection development librarian how how does that go with the senior library assistant or did I just misunderstand I didn't question?

No, the person that was in that position stepped down to senior library assistant.

Okay.

And then what was the thing about the questions with the NA?

What questions ability to ask what's called supplemental questions with each job that we post.

And so this would be in the application correct.

Okay.

And what's happened, what happens sometimes.

We do that to try and communicate to applicants what it is that we're specifically looking for, and or um what that particular, for example, senior library assistant position is going to um be most expected to do.

The collection development librarian positions kind of speaks for itself, but not all of our positions necessarily do that.

Um, but we also want to be sure that we are um that we have someone who has a collection development experience.

Because what happens is people will think, well, yes, I understand what how to develop a collection.

I have my own library at home, and that's not what we're looking for.

Um, but what happens is uh sometimes people don't fill out the questions, they just put an A.

And if they put an A then they're not answering the questions that we need to have answered in order for us to consider them as an in for an interview.

So this is in the screening process.

Correct.

And this is a new part of the screening process.

It is not new.

It's something that we do, but I was use I brought it up to explain why the collection development librarian position is not posted yet, because we were being very mindful and deliberate about what we were going to ask.

Okay.

Um, and the person who that position just opened or just became available or unfilled on Friday.

Okay.

So last Friday.

So that person, that's when the person moved themselves or to be a senior library assistant from the collection development librarian.

Correct.

Okay.

Is that common?

For someone to step down?

Yeah.

Okay.

Thank you.

It's because we jinxed it.

Yeah, not a course, but I'm just recalling that uh in past meetings that uh we have said, oh, we're you know, we're so close to being fully staffed.

But as someone who sometimes deals with staffing myself, I understand how it is a constant bust that you're trying to catch up to, which is all to say.

Thank you for that explanation.

I think I understand.

Obviously, you know, we don't get to know all the details, and that is all well and good and fine, but I understand better what is posted, what is not.

So I know, and it's this is it's like a game of chess, truly.

Um, or or whack-a-mole, really at this point.

But I I'm confident we're gonna get there.

Um that said, our Capital City Reads program is underway.

Um, the music of bees is the um selection this year.

It's fiction, and it's had we've had great response.

Um we are, let's see, today is the ninth.

It started on the first, and we have about I think 60 books left um out of 300.

So that's pretty good, six days in.

Um, so we're gonna try we're kind of gauging it at this point to see if we might need to buy some more.

Um, that is fully funded by the friends.

Um, if we have to buy more, we'll use those funds from our general fund book budget, but um, or another uh gift fund light item, but um uh it's people have so far got given really good response to it.

And it's a nice story.

I mean, it takes place in Hood River, Oregon, which if you've ever been there is gorgeous.

And um, and it's about a person who's a beekeeper and and how disruptions to environment can change um an ecosystem in the broader sense broadest sense of the word.

Um, and the community gathers together, and so it's a metaphor for how bees, the system of bees works together to make a honeycomb.

And yeah, so it's it's really a good book.

It's an easy read, I would say.

You know, it's a nice, not too heavy.

Um, and I I've so far it's been very popular.

So come to the library and get a free book and pass it on or bring it back, and they're um in the very front of our new um or newish now uh circulation desk.

Um so that said, we are there are two off-the-cloth shelf book club discussions that are going to be specifically about the Capital City Reads uh selection, and then we're doing some you know, be friendly um be friendly uh programming to coincide with that.

Um and you can see here uh in parentheses are the different programs as they relate to the different things going on this month.

So National Poetry Month, Capital City Reads, and the National Library Week, which is the third week in April.

National Library Week, that is and we had a spelling beat today with kiddos, and we had three um attendees and eight people, and they were super cute pictures.

So hopefully I I told um Haley, our programming outreach coordinator, hopefully winning a medal will encourage them to um uh be fearless competitors throughout life.

Um so anyways, those are what we've got going on here, and we're still cruising along with the um the 60th anniversary events every month.

Um, like I said, we're we're still in the we've got a really cool idea that we're gonna launch, but we've gotta get it nailed down a little bit more for the um the actual party that we're gonna have on the day of the actual anniversary on June 15th.

And then um we did have our staff training day this last Monday.

Dr.

Steinman um had a very booked schedule this month.

So he and I are still trying to figure out how we can best get him and Anya, his assistant to come out.

Um hopefully that's gonna happen about two weeks.

We won't be able to, you know, close the library again because we have our approved calendar for the year already set.

But I think we can make it work that folks will be able to commit a block of time to meeting with him.

Um, you know, together, depending on whomever's scheduled on desk and or not schedule on desk, myself and um Sarah and probably our other um managers will have more time off desk to be able to be there for that um think tank session.

Um, and then he will begin drafting the final strategic plan.

Um first and first draft of the final strategic plan.

So that's where we're at with all of that.

And that's the only um oh, that's not true.

After I drafted this, our friends sign uh came.

And so now we're trying to figure out how to hang it because it doesn't hang like the other one does.

So um we've gotta we've gonna we're gonna have to do some creative some creative stuff to get it to hang from the the tiles.

Um but it looks really cute.

We have two of them.

One's gonna go on the door that faces the foyer, and then one will go hang from the wall.

So it's cute.

I would have included a picture here had I had one when I drafted this.

So does anyone have any questions about any of this stuff?

Could we just touch on a little bit the strategic plan?

Um so he comes back at some time that works for everybody in the next couple of weeks.

He begins uh he and the assistant whose name I forgot.

Anya.

You're right, they begin putting together that material to start to do a rough draft.

Can you give me a time or what does it look like then, or where does it go?

Well, he's committed to having uh uh a first draft done.

He's he's got a lot of them information from this from the um surveys already.

He's already got probably 90% of it done.

So this is gonna be the last and final push from the staff.

And then um he'll plug in plug information in, then he will come here and discuss it with you all.

And um, if changes need to be made, then he'll go forth and make those changes.

Um, or you can at that time say we approve with this change.

And then once that's completed, we're we're done for the next however many years till 2030.

No, well, we have those intermediary.

Right, but we are done f with the first draft, first year of the five-year plan.

Okay.

So we're done with, we'll have a comprehensive plan.

It doesn't change I mean, we don't do a brand new plan every year.

We just do it.

Yeah, right.

So would he be if we're doing your evaluation in June, I doubt that he would be coming in June.

He would come in May, maybe I doubt that he's gonna be able to come in May.

He'll probably have to come in July or somewhere thereafter.

We can't make it work time wise otherwise.

And so in the timeline, I'm just reiterating in my head that we are not concerned about it being that late.

That'll be fine, that we won't be like running afoul of anything that says we've got to be.

I already requested a waiver with the state because we were are behind.

Yep.

Okay.

Okay, thank you.

That was also my question.

Uh as a newbie, uh, right, having gone through this process the first time now.

So we are not expecting it to be May.

We're expecting that it would probably be July.

That's what I mean.

Yes.

Okay.

Because it's been really hard for us to match up because of a lot of things that have been going on with him having to move his whole office and the things that came with that.

Um, and then also just trying to sync up our schedules.

So it's, you know, we could fast track it um more than we have already, but um, because we had kind of had to because we were behind.

But because we have a waiver from the state, um, we have some time.

Yeah, got it.

Cool.

Yeah, you know, and I'm curious, kind of thinking as you were asking that or talking about that.

Is it something that because it's going to be a large document?

Um, if we were to get it with a regular agenda and then come to the meeting the next week, that may not provide us enough time to really analyze it to be able to give um meaningful feedback.

Can we he it will probably be done way before July because we're just looking at him coming to us.

But do we do we not give feedback till he quote presents it?

I would like time to digest it.

Yes, you will.

We we always do it that way.

You get more time than a week beforehand.

As soon as it's completed, oh good.

I will send it out to each of you individually so that you can review it.

And I expect there will be plenty of time for you to do that before we then come and have the discussion in July or whatever month it ends up falling, and maybe it will be.

I mean, we could do it in June after my evaluation.

Um there's no saying uh that we can't, but um, except the chair is letting me know no.

Um, so um, yes, don't forget we also have elections and it's gonna be a long meeting.

There's gonna be elections.

Oh, correct in July.

The elections are in July.

Oh, are they oh okay?

I just don't want us to be sitting here for five hours.

Agreed.

I don't think anyone wants that, right?

Yeah, what it what do we talk about board and vice chair or chair and vice chair every year in July.

We elect um a new uh every year I look at you.

That's right.

Okay.

So yes, you will be given a lot of time.

Um we won't expect you to come and have that, you know, however many pages, 50 page report um in front of you for the first time and have a meaningful conversation about it.

And it seems to me, this is trusty spansale that yes, we we know it's been delayed.

Yes, we know the state knows that, and everything is above board in terms of the paperwork there.

But if we've come this far and there have been, you know, the survey results as well as the previous strategic planning workshops, in my mind, I would like it to be as as good as it can be rather than as quick as it can be.

Right.

Um, and I would imagine, although you know we only met the one time in this context that uh Dr.

Steinem feels the same way as his you know signature is underneath this work.

So good to hear.

And then, of course, we'll at some point shortly thereafter, and it we'll pull out the so there's there's the technical report, which is the big report, but then we'll probably also pull out and make a more condensed version of that that's um a little bit more accessible and um user friendly for our users.

And um what we've done in the past um is create uh pamphlets that people can have that condenses all of that down so it's you know one to two pages or a pamphlet, and that's something we can do.

Um, and we could create that ourselves at the library and have it printed or maybe even printed ourselves.

Um probably we'll have it printed so it's nice and shiny and glossy.

Um but we can we can create that ourselves.

We can do that graphic designing or infographic.

That's really what it is, is an infographic.

Um we could then make uh post on our Facebook along or on our website along with the lengthy technical report.

Because a lot of people just aren't gonna go through all of that data.

Any more questions?

Okay.

Thank you.

We appreciate that, Joy.

Okay.

So 6B, uh, trustee reports, announcements, requests for information.

Okay, okay.

Well, it's gonna be okay.

Um quiet meeting next time.

All righty.

So let's move on then to public comments.

And once again, the public is invited at this time to provide comments on any topic that relates to a matter over which this body has supervision control jurisdiction.

No action may be taken on a matter of race during this period for public comment.

And again, I don't see anybody here, and we don't have a phone line, so how about we adjourn?

Thank you everybody.

Thanks, everybody.